REGULATIONS ON HEALTH AND SAFETY IN THE WORKPLACE, WORK RELATED ACCIDENTS, AND OCCUPATIONAL DISEASES

The absolute safety obligation imposed on French employers requires them to rigorously implement a risk prevention policy. Whether the issues involve work related psychosocial risks, musculoskeletal disorders, or occupational cancers, the legislation must be carefull monitored.

The Health and Safety practice is responsible for following these legislative evolutions, in order to be able to give our clients the best possible advice on the preventive actions to undertake, in conjunction with the CHSCT (the Health, Safety and Working Conditions Committee).

The Health and Safety practice also has recognised experience regarding litigation before the social security tribunals (to challenge the recognition of an occupational disease or an accident at work or to contest the existence of inexcusable conduct), before the High Court (to challenge an expert appraisal requested by the CHSCT) and also before the criminal courts in the event of complaints made following accidents at work or official reports submitted by Labour Inspectors.

We assist legal persones and/or corporate managers and executives in the preparation and follow-up of criminal proceedings before the investigating judge and before the criminal courts. We also assist them in the drafting and implementation of delegations of authority, empowerment and responsibility within the firm or an establishment.

Sometimes, upon the termination of the contract, the employer and the employee are led to sign a settlement agreement in which the parties waive any action, whether current or future, of any nature whatsoever, related to the employment contract, its performance or its termination. In return, the employee receives a specific allowance paid by the employer. The drafting of the settlement agreement is very important because it makes it possible to very largely hinder any subs...

The government has transposed the directive of 28 June 2018 on posted workers as part of a service provision by an order published on 20 February 2019. The French Labor Code provides for a set of matters for which the rules of the home state- legal rules and conventional rules applicable in the branch of activity concerned - must be applied to seconded employees and to' local 'employees.
The order reinforces this set of mandatory rules by providing that the employer of...

We are proud to announce that for the second year in a row, L&E Global has been ranked in the ‘Elite’ class of Global-Wide Employment Law Networks in the recently released 2019 edition of Chambers Global.
The post L&E Global awarded “Elite” status for Global-Wide Employment Law Networks by Chambers Global 2019 appeared first on L&E Global.

The obligation to publish the index of the gender equality concerns companies with at least 1,000 employees as of March 1, 2019, those with at least 250 employees as of September 1, those of at least 50 employees as of March 1, 2020.
This score is calculated according to numerous indicators published by decree. To make it easier for companies to calculate the index, the Ministry has published an online calculation table for companies with more than 250 employees that in...

Collective mutually agreed termination (« rupture conventionnelle collective »), a method of termination of the employment contract in which employer and employee sign an agreement to terminate, later approved by the administration, has met with great success. To be valid, it is necessary to ensure the free and informed consent of each of the parties. This is not always the case when the employee has signed an agreement in a context of proven moral harassment. On this poin...